Many employers hire part-time workers during the summer months. Often, these are high school and college students. Should you do background checks on them similar to those for older adults seeking full-time employment? The answer is YES!
You hear and read stories about companies that require job applicants to reveal their social media accounts, including passwords. These companies believe that by viewing an applicant’s social media activity they can get a better handle on his or her ability to be a productive employee.
Honestly, your background screening company shouldn’t have any reason to provide social media checks. The reasons why are very basic, and should make you think about this potentially risky practice.
At our offices we are always amazed when we get a new client who tells us they have never done any background checks. Certainly, we value their business and trust in us, but we know that any business is at risk when they are clueless regarding the people they are employing.
What will background checks do for you?
There seem to be a growing number of laws and individual state/county/city restrictions being placed on employers who want to build safe and reliable workforces via a program of background checks. On top of this, employers are being sued left and right because they aren’t conducting background checks in compliance with federal and local laws.
Here are 3 very important items to keep in mind:
Although federal laws and regulations cover most of the everyday employment issues you face, states still retain the right to create their own laws. And that’s where you need to be careful.
If your business hires commercial drivers you understand the federal laws that require you to investigate and monitor the driving activities of your employees. These drivers must meet a number of federal standards, as well as those established by your insurance carriers. But what about those employees who don’t drive 18-wheelers, but instead are behind the wheel of a company or personal vehicle?
TV shows like The Blacklist and NCIS are entertaining and fun, but it’s clearly all stylized fiction, no matter how convincing it may look.
Odds are good that more than half of the resumes and job applications you review contain any number of misrepresentations, falsehoods, lies…whatever you want to call them.
By performing a fast and easy address search – which reviews tons of public record sources all over the U.S. –you can learn the addresses your applicants have used for the last one to 25 years, when a Social Security number was entered as part of the identifying information. This could be when they secured a loan, rented an apartment, co-signed a financial document, enrolled in school, etc.
Every year businesses deal with damaging and costly legal battles because a single question on a job application violated federal law. So, it is important that you check your job applications (paper and online) regularly to ensure they comply with federal and state laws.
You likely already know that your job application cannot ask contain questions about a person’s religion, race, sexual orientation, family, and other personal concerns. But here are a few other items you may not be aware of that you must avoid on an application and during interviews:
Many employers hire extra workers to prepare for a busy holiday season. Often these workers are hired on some level shortly after Labor Day to ensure they are trained properly, as they help the employer get ready for increased activity.
Remember that even your temporary help should be screened just like they were permanent, full-time employees. After all, a person working just a few hours a week can be responsible for many problems, such as theft, drug sales, and harassment.